Economic systems: Challenges of digitalization, globalization and climate
Entrepreneurship in Europe – Innovation, Management and Diversity, Dr. Rainer Schreiber, Human Resources Consultant – in conversation with Oliwer Mikus, Founder of Sedulus Sp. z. o o Personalberatung.
Nothing is as constant as change. This realization applies unadulterated to the globe as a whole, and especially to our issues in the world of business and work. Dorothee Bär, Minister of State to the German Chancellor and Federal Government Commissioner for Digitalization, accurately explained the impact of change in a supplement to Wirtschaftswoche.
Not only our economic systems, but also our lives are perpetually in flux. Oliwer Mikus, founder and managing director of Sedulus recruitment agency, based in Poland and Germany, feels this change in his everyday professional life. Especially in the placement in the personnel sector, the market and the different business sectors react very sensitively when changes occur, Oliwer Mikus knows. „Across Europe, companies but also people have to respond to the obstacles of the times and face the challenges and threats that come with digitalization and globalization in conjunction with the climate problem but also with overpopulation,“ explains Oliwer Mikus. High competencies in line with a responsiveness in the strategic direction of companies and the state, as well as the ability to respond to uncertainties and ambivalences, are increasingly expected and are also required to manage an adaptation of the new living conditions.
Challenges for executives
For executives in particular, this means reorientation. They must acquire new competencies and develop perspectives in order to compete with other nations. „These challenges are under discussion and in a state of flux in many of the companies with which Sedulus Staffing works,“ Oliwer Mikus points out.
All market participants in an economy have always faced transformations that are also significantly shaped by procedural progress. The globalization of the economy is not an invention of modern times. A lively exchange of economic goods already took place in ancient times. The international division of labor has its origins here.
In times of digitalization, this challenge is immense. Oliwer Mikus comments: „Digital transformation is driving change in many small and medium-sized enterprises, but also in corporations. Both production and work processes in companies are changing, with tasks being automated and production and administration being supported by digital technologies.“
Automation and digitalization
This applies to production, trade and administration at all levels of economic activity. Entrepreneur Oliwer Mikus comments, „These changes bring with them changed requirements, especially from the point of view of demographic changes in employees.“ It then follows that retirees must flexibly face up to the transformations; because this reservoir of qualified labor can be used in modified forms of work.
As a result, all market participants must keep pace with technological developments; on the other hand, they must recognize that the world of work has become much more dynamic.
The statement: „We have always done it this way“ is not and was not acceptable in earlier eras. This statement means standstill!
No company can afford to stand still – both employees and decision-makers, including entrepreneurs, must be prepared to undergo continuous training in line with changing requirements.
Oliwer Mikus on this: „The universities on the one hand and the private education carriers on the other hand are requested to formulate and present external advanced training offers for these groups of persons after the regular training period. Self-initiative, independence and flexibility are always expected and are to be promoted, this applies across borders.“ Strictly speaking, a person’s education begins during the birth phase and flows into the regular education system through kindergarten. In this sense, an educational phase free of ideology must be created.
The appeal of a sphere of action is also described by the opportunities that the company can offer employees to contribute their creative power and intuition as well as their own initiative. Thus, not only the requirements demanded of employees are growing, but also the demands of the companies.
Competition for the best employees
These questions were already asked and highlighted 30 years ago in the relevant publications of managers and economists in connection with personnel policy issues (personnel marketing). Meanwhile, the competition between companies for the best workers is also decided by what working conditions a company wants to offer the employee within the framework of this philosophy.
„One example is to be seen in the possibility of being able to choose working hours and work locations as freely as possible in line with the company’s general conditions. As a staffing company, we see ourselves as a bridge between worlds. Further development and lifelong learning through Travel and Work offers a fantastic opportunity to contribute to the necessary change,“ Oliwer Mikus points out. The ubiquitous Corona crisis will obviously change the world of work – i.e. digitalize it faster. Thus, in some places, local jobs will turn into home-based jobs. This is a challenge that social circles will have to master.
In conclusion, it can be said that both the world of work and the way people get along with each other among colleagues will experience a cultural transformation, taking into account the intercultural challenge. Mastering this will be a feat. The companies and employees who accept this change and play an active role in shaping it will be successful.
Dr. Rainer Schreiber
Lecturer adult education & personnel consultant
About the author:
Human resources consultant and honorary lecturer Dr. Rainer Schreiber with a degree in economics, majoring in finance, controlling, human resources and training, and mathematics. He works in professional adult education and publishes on management personnel consulting, demographic change and economic policy.
The company Sedulus Sp. z o.o. with headquarters in Opole / Poland, branch in Rzeszów / Poland and a branch in Munich / Germany has been successfully active in the recruitment of experienced forces since 2015 and sees itself as an interface between employers and applicants. The goal is to achieve the connection of the needs of employers with the requirements of employees. Sedulus Sp. z o.o. has numerous attractive job offers, both permanent and temporary jobs. The company specializes in organizing suitable work for individuals, couples and groups, as well as students. For more information visit: https://sedulus.pl/de/kontakt-deutsch/
Sedulus Sp. z o.o.
Oliwer Mikus – Geschäftsführer –
ul. Jana Łangowskiego 1
E-Mail : firstname.lastname@example.org
Telefon: +49 89 13072963